Lessons from the Crisis, Priority Challenges: Are Executives and Employees Still on the Same Wavelength?

ALL THE RESULTS OF THE NEW GRANT ALEXANDER / OPINIONWAY STUDY AMONG EXECUTIVES & EMPLOYEES

Partnering in organizational and executive performance, the consulting and HR services group Grant Alexander shares the results of an exclusive study on the mindset of executives and employees. Conducted by OpinionWay, the survey included a sample of 400 company executives and 503 employees working in private-sector companies with 50 employees or more. Interviews were conducted in July and August 2021.

Key Findings:
Executives: They experienced a difficult, sometimes very difficult year. Yet, they maintained confidence and optimism despite the crisis. Only a minority doubted the survival of their company (13%), felt personally isolated (16%), or wanted to give up (16%). 54% even developed new opportunities for their company during this period. For many executives, the period proved beneficial:
63% believe they progressed as leaders thanks to the crisis
88% say they gained agility and adaptability
76% developed better self-knowledge
87% feel in a positive mindset
BUT
Their main priority for this new season is maintaining business activity (50%). While business remains the top concern, they also want to focus more on their teams: 44% aim to re-motivate, re-engage employees, and rebuild social connections. Consequently, key HR priorities focus on employee well-being and their role within the collective. Team cohesion (59%) ranks highest among current HR concerns. Many executives aim to reduce hierarchical layers and foster collective intelligence (82%). Moreover, 67% now wish to seek more external advice or support.
Employees: They maintain morale in part but hope for salary increases and recognition. 61% feel positive and want to stay with their company.
BUT
They primarily expect salary increases (49%), recognition from their managers (34%), concrete career development prospects and encouragement (21%). Even though 71% acknowledge that executives managed the crisis well, 47% feel that decisions favored financial interests over employees’ interests.

DESPITE CHALLENGES, EXECUTIVES RECOGNIZE PERSONAL GROWTH THROUGH THE CRISIS
Even though the crisis impacted their morale, executives’ overall assessment is less negative than expected. Only a minority doubted their company’s survival (13%) or felt isolated (16%) or inclined to give up (16%). Despite difficulties, executives maintained optimism and envisioned new opportunities for their business. The crisis was particularly a catalyst for personal growth: 63% say they progressed as leaders (73% among executives under 40). Additionally, 88% report gains in agility and adaptability.
“This crisis made them reflect on themselves and their approach to leadership: 76% developed better self-knowledge, and they were resilient and able to take a step back from their activity,” observes Henri VIDALINC, President of Grant Alexander.

THE CRISIS ALSO BENEFITED EMPLOYEES, WHO GAINED MORE PERSONAL AND PROFESSIONAL CONSIDERATION FROM EXECUTIVES
Executives appear to have made personal development for their employees a key priority. Employee well-being and the ability to flourish as individuals, not just as employees, is now essential. Work-life balance is a central concern for 86% of executives. Attention to employee well-being has increased, with 84% claiming greater attentiveness to their teams.
Executives also now accept delegating with confidence (74%) and are more tolerant of potential employee mistakes (74%). They encourage greater autonomy (91%) and plan to consult employees more before making decisions (74%).
“The health crisis has shifted vertical hierarchical relationships to favor individual contributions. Encouraging collective intelligence and reducing hierarchical layers are essential in this new period,” says Anne-Laure Pams, Director of the Leadership Development division.

BUSINESS PRIORITIES REMAIN AT THE FOREFRONT, BUT EXECUTIVES WANT TO SUSTAIN HUMAN PROGRESS ACHIEVED DURING THE CRISIS
Most executives feel positive about the new season (87%), with 40% fully optimistic, especially those under 40. The crisis had a positive impact on more than half of the companies surveyed: 58% of executives say it advanced the company as a whole, and 54% created or developed new opportunities, particularly in commerce, transport, and services (57%). Younger executives (under 40) benefited most from new opportunities (66% vs. 42% for older executives).
“The crisis accelerated awareness among executives, who now aim to develop new models of cohesion and teamwork,” emphasizes Anne-Laure Pams.

EMPLOYEES PARTIALLY SATISFIED BUT SEEK TANGIBLE RECOGNITION
Employee sentiment is more mixed: 61% feel positive versus 87% of executives. After a year and a half of pandemic, employees are partly dissatisfied with their leaders. While 71% acknowledge good crisis management, 47% believe decisions favored financial interests over employee interests.
Re-motivation and re-engagement of employees is a top priority. Employees primarily request salary increases (49%, with 25% ranking it first), followed by recognition and validation of their work (34%), concrete career development (21%), and encouragement/motivation (21%).
“Employees need individual re-motivation to support executives in business recovery. Tangible recognition and renewed trust will be key HR challenges in this new period,” concludes Henri VIDALINC, President of Grant Alexander.

About Grant Alexander:
For 30 years, Grant Alexander has been a partner in organizational and executive performance, supporting companies globally in all their competency management and development needs with fully tailored solutions. A multi-specialist HR services group, Grant Alexander operates across four activities (Executive Search, Executive Interim, Leadership Development, HR and Organisation Transformation) in all sectors and functions (executives, experts, rare profiles) worldwide, with offices in France (Paris, Lyon, Marseille, Nantes, Toulouse), a representation office in Abidjan for Africa, and a network of top-tier international partners. Socially responsible and committed, Grant Alexander is currently pursuing Lucie 26000 certification.